Why are you holding on?

Summary:  Do you have that one person you have kept in your company for too long? What are you doing to change it? Here’s a way to get started.

Do you find yourself looking at one of your people and saying “why are they still here?” or “he is more trouble than he’s worth”, then return to your work and do nothing about it?

Is it because they have get to become so unbearable? You are waiting for them to do that “one thing” where you can get rid of them on the spot? Or you need to hire someone first and how do I do that without them finding out? Worse yet – you are afraid of being sued if you let them go.  You have gotten yourself into a situation that is difficult to get out of – especially if you have accepted this person and their behavior for a long time (maybe a couple of years).

Courtesy of PhotoXpress

So how do you deal with it? Carefully.

Don’t get emotional.  Don’t wait until you have had it and can’t take it any longer – that’s when the trouble starts. Take a deep breath, sit back and review their performance and/or attitude.

Have a discussion. This will be difficult if it has been happening for a while but it still needs to be done.  Sit down with the person and review the last few weeks on what has worked and what needs to be improved.  Don’t go back further than that – you have waited this long and bringing it up won’t make a difference.

Create a plan. Based on your discussion create a plan for moving forward. How much time do they need to be trained, taught and guided? If it’s about attitude, you can request the behavior to stop immediately. Word of caution: don’t let it be “one strike and your out”.  It takes a while to improve and change behavior. Notice if they are making an effort or not.

Document. Time to start putting it all in writing and having the employee sign the document – not that they agree but the discussion was had. Keep the original for yourself and give the person the copy.

Consistency. You have to be consistent for this to be effective. Each occurrence needs to be discussed, not every other one. Also, talk about it as soon as possible. The fresher the memory, the more effective the discussion.

Start. I know…I know…you have been meaning to do this for a while. Well – there is no time like the present. Get started.

Once you start the process you will quickly be able to determine if the person can turn it around or not. In the meantime, get started on getting a new person so you will have little downtime if it doesn’t work out.

Most people want to be good at their jobs and succeed, make sure they understand what “success” means at your company. You may come to realize they are also not happy with the arrangement. If that’s the case, create a plan that works for both of you.

How have you dealt with a wrong-fitting person?